HRBP Assistant Manager (Hà Nam)Thực phẩm Pepsico Việt Nam

Overview:
- Serve as a consultant to management Team of the assigned functions to provide integrated solutions on human resource-related issues. Act as an employee champion and change agent.
- Formulate partnerships to deliver value-added service to management and employees in the assigned functions that reflects the business objectives of the organization.
Main responsibilities:
1/ Functional HR Strategy:
- Understand overall HR vision, strategy drivers, must-win battles, HR Agenda & activities, together with partnered business KPIs and how to drive right actions to support HRD and HR Team to achieve the aligned KPIs with excellent performance
2/ Change & Culture building
- Support HRD to organize all staff activities to deliver cultural building in your partnered Functions/ BU successfully
- Support HRD to implement the change project and culture change in partnered functions, including budget planning, supplier sourcing, communication designs, etc. to lead the change successfully
3/ Manpower planning
Performs and is involved in all recruiting processes ranging from:
+ Understand manufacturing labor market for Non-Manager level, especially in foods/ beverage consumer goods to build a strong sourcing database for Non-Manager recruitment to enable provide right fit & qualified candidates to Line Manager within agreed time frame
+ Consultation about market insights, Execution about sourcing;
+ Making decision about selection of candidates for professional vacancies
+ Build strong rapport with all interviewed candidates during & after the interview. Show care to Non-Manager new hired and follow up their on-boarding program until end of probation
4/ Talent Development
- Able to identify hi-performers & hi-potential of Non-Manager level in assigned functions/ BU
- Support HRD to consul and support Line Managers in designing development program and design career perspective to employee
- Closely follow up the development plans for this group of people and their actual progress to take prompt action on their career development
- Build close rapport with hi-performers & hi-potential Non-Manager employees to understand their insight, be a trust worthy partners to support them as needed
5/ Training & Development
- Support HRD in working with Line Manager in identifying Training Needs for Non-Manager level which can address the capability area of improvement in order to grow the organization to deliver business objectives
- Follow up in their post training evaluation and development
- Able to give input for HRD when justifying in all promotion cases of Non-Manager level
6/ HR Policies
- Support HRD follow up the performance management process and ensure it is well complied and implemented in all partnered functions
- Ensure all HR procedures related to recruitment, internal transfer, promotion, termination, and disciplinary actions are implemented properly & professionally
6/ Employee Engagement
- Support HRD to encourage partnered Line Managers to participate in Employee engagement survey and activities in their Functions
- Actively participated and engaged to HR activities to promote collaboration and great teamwork
7/ HR Partnership
- Find a personal and professional way to approach the partnered functions at Non-Manager level and become their trustworthy & excellent HR Business Partner to get their true insight and feedbacks in order to propose to HRBP Manager prompt actions before leading to conflict
- Bring HR values to support people & business
8/ Others
- Prepare HR Reports as assigned by HRD and submit as per timeline
- Willing to do other job assignments as requested by HRD and the Company
- Positively contribute to build up the Department and Company's teamwork